STAFF PERFORMANCE APPRAISAL SYSTEM

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Theodore Moore
5 years ago
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CHUKA Telephone: 020-2310512 UNIVERSITY P. O.

1 CHUKA Telephone: UNIVERSITY P. O. Box , Chuka REF: CU/RADP/SPAS STAFF PERFORMANCE APPRAISAL SYSTEM MEASURING EMPLOYEES PERFORMANCE Government effectiveness is one cause of higher economic growth. Human Resources Management is a determinant of organizational performance. The Global Competitiveness Report World Economic Forum. INTRODUCTION The Staff Performance Appraisal System (SPAS) is a critical component of the overall human resource function in the public service. It is predicted upon principle of work planning, setting of agreed performance targets, feedback and reporting linked to other human resource system and processes including staff development, career progression, recruitment, placement, incentives and sanctions. The overall objective of the Staff Performance Appraisal System is to improve the performance of the public service by enabling a higher level of staff participation and involvement in planning, delivery and evaluation of Quality Assurance. The SPAS shall apply to all categories of staff. Performance review should be an on-going and continuous exercise throughout the year. Milestones and achievements over the review period should be documented and maintained by the Appraisee in the Appraisee-held file. PAS is meant to recognize, reward and sanction performance, identify and address staff-related job development and inform placement, promotion and mobility of staff in and within the Institution. Rating Scale: The following rating shall be used to indicate the level of performance by an Appraisee. Achievement of Performance Targets Score Rank Performance Target exceeded 101% + 5 Performance Target well met % 4 Performance Targets mostly met 50-69% 3 Performance Targets partially met 40-49% 2 Performance Targets not met 0-39% 1 Staff Performance Appraisal System (SPAS) Page 1 of 6

2 STAFF PERFORMANCE APPRAISAL REPORT Period under Review: From. To. SECTION 1: Personal Particulars 1. Name Personal NO (Surname, First Name, Others) 2. Administrative Unit (a) Division. (b) Faculty. (c) Department/Section (d) Duty Station 3. Supervisor s Name Designation Date SECTION II: Objectives Objectives Specific to Appraisee (a) (b) (c) (d) SECTION III: PERFORMANCE TARGETS 1. Performance Targets for Non-Academic Staff Agreed Performance Targets.(To be completed by the Appraisee as agreed with the supervisor at the beginning of the appraisal period) a) b) c) d) e) f) g) h) i) j) UNIT WT Target for the year Q 1 July- Sept Q 2 Oct- Dec Q 3 Jan- Mar Q 4 Apr- Jun To be completed by the Appraisee at the end of the appraisal period as performed Results achieved [Performance Assessment Rating] Remarks by DQA Overall Performance targets achieved (0%) Staff Performance Appraisal System (SPAS) Page 2 of 6

3 2. Performance Targets for Academic Staff Agreed Performance Targets. (Appraisee to fill as agreed with the supervisor at the beginning of the appraisal period) UNIT WT Target for the year Q 1 July- Sept Q 2 Oct- Dec Q 3 Jan- Mar Q 4 Apr- Jun To be completed by the Appraisee at the end of the appraisal period as performed Results achieved [Performance Assessment Rating] Remarks by DQA (Evidence Seen/not seen) a) Teaching i. Full-time teaching load undertaken ii. Standard course outlines developed, adopted and issued iii. Courses taught as per course outline b) Examination Management i. CATS given at specified times ii. Final exam setting undertaken iii. Invigilation effectively handled within two weeks iv. Exam fairly and timely marked c) Conferences/ Workshops/ Seminars attended d) Research Proposals i. Research proposals submitted ii. Research grants received e) Publications i. Papers published in refereed journals ii. Papers published in conferences/ workshops iii. Books/book chapters published f) Participation in other University Responsibilities -Meetings attended -Thesis/proposal mtg -Student seminars -Exhibitions -Outreach -Tree planting Overall Performance targets achieved (0%). Staff Performance Appraisal System (SPAS) Page 3 of 6

4 SECTION IV: STAFF TRAINING AND DEVELOPMENT PLAN Appraisee s training and Duration of Training including development needs required to on the Job training achieve the expected results To be completed by the Appraisee as agreed with the Supervisor at the beginning of the appraisal period Comments on staff training and development undertaken over the assessment period To be completed at the end of the reporting period Comments by Appraisee Comments by Supervisor Appraisee s Signature Date Supervisor s Signature.. Date Staff Performance Appraisal System (SPAS) Page 4 of 6

5 SECTION V: VALUES AND COMPETENCE This section should be completed by the Committee after discussion with the Appraisee. The definitions of values/competencies are as stated in the Guide. The Committee should assess the Appraisee and indicate their views under the Appraisal column. Appraisal 1. Value Assessment Score Description & Rank Exceeded (4) Met (3) Part met (2) Not met (1) a) Integrity b) Respect for Diversity/Gender c) Patriotism d) Institutional Loyalty e) Upholds Public Officer Ethics and University Code of Conduct and Ethics requirements 2. Core Competencies i. Professionalism ii. Technical Competency iii. Communication iv. Team work v. Time Management vi. Creativity vii. Continuous learning and performance improvement viii. Customer/Citizen focus Total Score Staff Performance Appraisal System (SPAS) Page 5 of 6

6 SECTION VI: OVERALL APPRAISAL AND RECOMMENDATION 1. Overall Appraisal Overall Appraisal by the Committee. Comment on the Appraisee s overall performance and any other strengths, skills or qualities which he/she has Recommendations:... SECTION VII: APPRAISEE S COMMENTS ON APPRAISAL BY THE COMMITTEE a) Did performance related discussions take place during the reporting period with supervisor? ( ) Yes ( ) No b) Do you agree with the Committee s appraisal? ( ) Yes ( ) No c) General Comments (if any) on your overall performance.. Appraisee s Signature:. Date SECTION VIII: COMMENTS BY THE HUMAN RESOURCE SECTION Comment on the consistency and reasonableness of the ratings and comments given by the Supervisor and any significant statement(s) made by the Appraisee... Recommendations by Human Resource Section Name of Officer.. Designation... Signature.. Date Staff Performance Appraisal System (SPAS) Page 6 of 6

NATIONAL POLICE SERVICE COMMISSION. Staff Performance Appraisal Form (B)

NATIONAL POLICE SERVICE COMMISSION Staff Performance Appraisal Form (B) (For Officers below the rank of Inspector in the National Police Service) (2017) 1 PREAMBLE 1. The overall objective of the Performance